Dillard's reviews

The Medical Benefits are high. Pay Increases are based solely on individual sales goals

Extremely inconsistent management: Leadership styles vary widely, and expectations often depend on the manager on duty rather than a clear standard. Lack of communication about policy changes: Important updates (such as presell charging, return policies, or expectations) are often not communicated clearly, leaving employees to figure things out in real time. Unclear and constantly shifting expectations: Employees are expected to take initiative, but may be corrected or shut down if it doesn’t align with unspoken rules. Public correction and lack of professionalism: Feedback is sometimes given in front of peers or customers rather than privately, which can feel undermining and discouraging. Leads given responsibility without authority: Brand Leads are expected to manage teams, train associates, and maintain operations without actual managerial support or decision-making power. Frequent micromanagement combined with a lack of guidance: Employees are closely monitored on metrics but not given clear direction on how to improve or meet expectations. Outdated and unreliable systems (CAD/clienteling tools): Technology is glitchy and inefficient, yet employees are still expected to meet high outreach and usage goals. Heavy pressure on sales metrics: Strong focus on SPH, UPT, and credit performance, even during slow traffic or when assigned to lower-performing areas. Being moved between departments unfairly affects performance: Associates may be reassigned to areas with lower sales potential, which can negatively impact their numbers without adjustment. Inconsistent enforcement of policies: Rules around returns, breaks, and procedures are not applied equally, leading to confusion and frustration. Management overriding policies in front of customers: Associates often find themselves in difficult situations when managers contradict store policies, making employees look uninformed or dishonest. Favoritism in scheduling and treatment: Preferred employees may receive better shifts, breaks, or flexibility, while others are expected to adapt. Poor coordination between departments: Coverage issues are common, especially during breaks or busy periods, leading to unnecessary stress. Break and lunch scheduling can be chaotic: Lack of structure or fairness in assigning breaks can leave departments understaffed. High expectations for client outreach: Employees are expected to constantly text, call, and email clients, which can feel excessive and uncomfortable for both employees and customers. Conflicting expectations around phone use: Required to use phones for clienteling, but may be criticized for being on them too much. Multiple overlapping priorities: Employees are often expected to juggle events, training sessions, launches, and sales goals simultaneously without adequate support. Limited support from upper management: Concerns are not always addressed, and communication with higher-level leadership can feel inaccessible. Inconsistent handling of employee resignations: Some employees are allowed to complete their notice period, while others are dismissed immediately. Low morale environment: Ongoing inconsistency and lack of support can lead to burnout and frustration among staff.